Can a person be rehired after a RIF?
Therefore, the potential to rehire following an RIF is close to nil. A RIF is usually preceded by a change in business strategy, radical budget reforms, or any other drastic issues that cannot be solved with a temporary termination of employment.
How old do you have to be to be in a RIF?
The age discrimination laws apply to every aspect of a RIF. The federal law protects employees who have reached their 40th birthday but some state statutes have no minimum age ( i.e ., an employer can be liable for discriminating against a 21-year-old employee).
What does Rif stand for in Business category?
RIF is an acronym that stands for “Reduction In Force.” A reduction in force occurs when an organization is eliminating positions for structural, budget, or capacity reasons. RIF and layoff are often used interchangeably, but they are not the same thing.
When does a layoff turn into a RIF?
Although a layoff is primarily considered to be a temporary termination of employment, it can become permanent. Say, for example, that the role isn’t needed again. After a certain amount of time, the layoff becomes a RIF.
How long can you be on RIF at U-M?
U-M email access will be maintained for up to 12 months for staff on RIF status. The staff member’s layoff period will be equal to his/her length of service up to a maximum of 12 months. It is not appropriate to eliminate a RIF candidate from consideration for a vacancy based on his/her current salary or the perception of being overqualified.
When does a RIF need to be implemented?
When a RIF is implemented, the terms “Bump” or “Retreat” will become familiar. These rights may arise when an employee is released from a competitive level. The impacted employee may then have bump or retreat rights to a continuing position on a different competitive level.
How does an agency rank an employee on a RIF?
Within each subgroup, the agency ranks employees by their service dates. For example, the agency places the employee with the most service at the top of the subgroup, and places the employee with the least service at the bottom of the subgroup. Employees receive extra retention service credit for performance.
Although a layoff is primarily considered to be a temporary termination of employment, it can become permanent. Say, for example, that the role isn’t needed again. After a certain amount of time, the layoff becomes a RIF.